Question 1

The "trilogy" of practices covered by Title VII includes:

Accepted Answer

A)  Terms, conditions, and privileges of employment 
B)  Segregation and classification 
C)  Retaliation 
D)  All of these 
A)  Terms, conditions, and privileges of employment 
B)  Segregation and classification 
C)  Retaliation 
D)  All of these D

Question 2

The first phase in the legal process of an EEOC disparate impact case is:

Accepted Answer

A)  The organization must demonstrate the validity of its selection program 
B)  The individual must demonstrate that the selection program has had adverse impact on one of the "protected" groups 
C)  The individual must demonstrate he/she was discriminated against by the selection program 
D)  The organization must demonstrate no alternative selection practice exists 
A)  The organization must demonstrate the validity of its selection program 
B)  The individual must demonstrate that the selection program has had adverse impact on one of the "protected" groups 
C)  The individual must demonstrate he/she was discriminated against by the selection program 
D)  The organization must demonstrate no alternative selection practice exists B

Question 3

The OFCCP may:

Accepted Answer

A)  Impose remedies for ADEA violations 
B)  Impose remedies for EO 11246 (affirmative action) violations 
C)  Impose remedies for Title VII violations 
D)  Resolve conflicts without litigation 
A)  Impose remedies for ADEA violations 
B)  Impose remedies for EO 11246 (affirmative action) violations 
C)  Impose remedies for Title VII violations 
D)  Resolve conflicts without litigation B

Question 4

The agency charged with enforcing Title VII is the:

Accepted Answer

A)  OFCCP 
B)  Department of Justice 
C)  EEOC 
D)  All of these 
A)  OFCCP 
B)  Department of Justice 
C)  EEOC 
D)  All of these

Question 5

The EEOC may:

Accepted Answer

A)  Impose remedies for ADEA violations 
B)  Resolve conflicts without litigation 
C)  Impose remedies for Title VII violations 
D)  Impose remedies for EO 11246 (affirmative action) violations 
A)  Impose remedies for ADEA violations 
B)  Resolve conflicts without litigation 
C)  Impose remedies for Title VII violations 
D)  Impose remedies for EO 11246 (affirmative action) violations

Question 6

The ____ Amendment permits Federal laws such as Title VII to protect state and municipal employees.

Accepted Answer

A)  5th 
B)  14th 
C)  9th 
D)  17th 
A)  5th 
B)  14th 
C)  9th 
D)  17th

Question 7

The minimum number of employees for an employer to be subject to an Equal Pay Act claim is:

Accepted Answer

A)  7 
B)  15 
C)  40 
D)  90 
E)  Any number of employees 
A)  7 
B)  15 
C)  40 
D)  90 
E)  Any number of employees

Question 8

Title VII was amended in 1972 to:

Accepted Answer

A)  Protect women 
B)  Protect disabled Americans 
C)  Protect federal, state, and municipal employees 
D)  Prohibit discrimination based on race, color, or national origin 
A)  Protect women 
B)  Protect disabled Americans 
C)  Protect federal, state, and municipal employees 
D)  Prohibit discrimination based on race, color, or national origin

Question 9

Under the ADEA, employers may be subject to reverse discrimination claims by younger workers.

Accepted Answer

A) True 
 B)False

Question 10

Utility analysis, as contrasted with validity, demonstrates:

Accepted Answer

A)  Practical significance 
B)  Adverse impact 
C)  Disparate treatment 
D)  Statistical significance 
A)  Practical significance 
B)  Adverse impact 
C)  Disparate treatment 
D)  Statistical significance

Question 11

When the plaintiff establishes a case based on disparate impact, which of the following options are available to the employer as a defense?

Accepted Answer

A)  Remove the disparate impact (e.g., adjust cutoff scores) 
B)  Find equally valid alternative practice(s) with less disparate impact 
C)  Demonstrate the validity of the employment practice 
D)  Demonstrate the business necessity of the employment practice 
E)  All of these 
A)  Remove the disparate impact (e.g., adjust cutoff scores) 
B)  Find equally valid alternative practice(s) with less disparate impact 
C)  Demonstrate the validity of the employment practice 
D)  Demonstrate the business necessity of the employment practice 
E)  All of these

Question 12

Interpretation and subsequent implementation of federal law may differ according to the geographic location in which the plaintiff or employer resides.

Accepted Answer

A) True 
 B)False

Question 13

If the plaintiff establishes disparate treatment, the defendant must:

Accepted Answer

A)  Establish the job relatedness of the employment practice in question 
B)  Establish that they are a member of a protected group 
C)  Articulate a legitimate nondiscriminatory reason 
D)  Pay damages and restitution 
A)  Establish the job relatedness of the employment practice in question 
B)  Establish that they are a member of a protected group 
C)  Articulate a legitimate nondiscriminatory reason 
D)  Pay damages and restitution

Question 14

A BFOQ defense applies when discrimination is:

Accepted Answer

A)  Facially neutral 
B)  Facially obvious 
C)  Gender biased 
D)  Based on a BFSS 
A)  Facially neutral 
B)  Facially obvious 
C)  Gender biased 
D)  Based on a BFSS

Question 15

The minimum number of employees for an employer to be subject to a Title VII claim is:

Accepted Answer

A)  40 
B)  15 
C)  7 
D)  90 
E)  Any number of employees 
A)  40 
B)  15 
C)  7 
D)  90 
E)  Any number of employees

Question 16

Equal Employment Opportunity focuses on workplace discrimination based on:

Accepted Answer

A)  Race, color, religion, sex, and national origin 
B)  Age 
C)  Disability 
D)  All of these 
A)  Race, color, religion, sex, and national origin 
B)  Age 
C)  Disability 
D)  All of these

Question 17

Affirmative action as a practice is used to address _____, while affirmative action as a remedy is used to address ______.

Accepted Answer

A)  Underutilization; pattern or practice of discrimination 
B)  Pattern or practice of discrimination; underutilization 
C)  Underutilization; reverse discrimination 
D)  Pattern or practice of discrimination; reverse discrimination 
A)  Underutilization; pattern or practice of discrimination 
B)  Pattern or practice of discrimination; underutilization 
C)  Underutilization; reverse discrimination 
D)  Pattern or practice of discrimination; reverse discrimination

Question 18

Equal employment opportunity legislation requires:

Accepted Answer

A)  Members of protected groups to be given preferential treatment in applying for jobs 
B)  Quota hiring of minorities to redress past discrimination 
C)  Job-relevant characteristics to be the only basis for selection 
D)  Compliance with affirmative action programs approved by the government 
A)  Members of protected groups to be given preferential treatment in applying for jobs 
B)  Quota hiring of minorities to redress past discrimination 
C)  Job-relevant characteristics to be the only basis for selection 
D)  Compliance with affirmative action programs approved by the government

Question 19

The key to a plaintiff establishing disparate treatment is: they are a member of a protected group and were qualified for the job they applied for and ______.

Accepted Answer

A)  Were rejected for the job 
B)  Both that they were rejected for the job and that employer continued to seek applicants with the same qualifications 
C)  The employer continued to seek applicants with the same qualifications 
D)  Show evidence of adverse impact 
E)  Both that they were rejected for the job they applied for and show evidence of adverse impact 
A)  Were rejected for the job 
B)  Both that they were rejected for the job and that employer continued to seek applicants with the same qualifications 
C)  The employer continued to seek applicants with the same qualifications 
D)  Show evidence of adverse impact 
E)  Both that they were rejected for the job they applied for and show evidence of adverse impact

Question 20

The minimum number of employees for an employer to be subject to a constitutional claim is:

Accepted Answer

A)  7 
B)  15 
C)  40 
D)  90 
E)  Any number of employees 
A)  7 
B)  15 
C)  40 
D)  90 
E)  Any number of employees

The "trilogy" of practices covered by Title VII includes:

The first phase in the legal process of an EEOC disparate impact case is:

The OFCCP may:

The agency charged with enforcing Title VII is the:

The EEOC may:

The ____ Amendment permits Federal laws such as Title VII to protect state and municipal employees.

The minimum number of employees for an employer to be subject to an Equal Pay Act claim is:

Title VII was amended in 1972 to:

Under the ADEA, employers may be subject to reverse discrimination claims by younger workers.

Utility analysis, as contrasted with validity, demonstrates:

When the plaintiff establishes a case based on disparate impact, which of the following options are available to the employer as a defense?

Interpretation and subsequent implementation of federal law may differ according to the geographic location in which the plaintiff or employer resides.

If the plaintiff establishes disparate treatment, the defendant must:

A BFOQ defense applies when discrimination is:

The minimum number of employees for an employer to be subject to a Title VII claim is:

Equal Employment Opportunity focuses on workplace discrimination based on:

Affirmative action as a practice is used to address _, while affirmative action as a remedy is used to address __.

Equal employment opportunity legislation requires:

The key to a plaintiff establishing disparate treatment is: they are a member of a protected group and were qualified for the job they applied for and ______.

The minimum number of employees for an employer to be subject to a constitutional claim is:

Major Title Vii Judicial Scenarios

Major Title Vii Protected Classes

Consitutional Claims

The Equal Pay Act of 196

Age Discrimination in Employment Act of 1967

Affirmative Action

The Americans With Disabilities Act of 1990

Retaliation

Filters

Exam 1: An Introduction to Eeo Law

The "trilogy" of practices covered by Title VII includes:

The first phase in the legal process of an EEOC disparate impact case is:

The OFCCP may:

The agency charged with enforcing Title VII is the:

The EEOC may:

The ____ Amendment permits Federal laws such as Title VII to protect state and municipal employees.

The minimum number of employees for an employer to be subject to an Equal Pay Act claim is:

Title VII was amended in 1972 to:

Under the ADEA, employers may be subject to reverse discrimination claims by younger workers.

Utility analysis, as contrasted with validity, demonstrates:

When the plaintiff establishes a case based on disparate impact, which of the following options are available to the employer as a defense?

Interpretation and subsequent implementation of federal law may differ according to the geographic location in which the plaintiff or employer resides.

If the plaintiff establishes disparate treatment, the defendant must:

A BFOQ defense applies when discrimination is:

The minimum number of employees for an employer to be subject to a Title VII claim is:

Equal Employment Opportunity focuses on workplace discrimination based on:

Affirmative action as a practice is used to address _____, while affirmative action as a remedy is used to address ______.

Equal employment opportunity legislation requires:

The key to a plaintiff establishing disparate treatment is: they are a member of a protected group and were qualified for the job they applied for and ______.

The minimum number of employees for an employer to be subject to a constitutional claim is:

Major Title Vii Judicial Scenarios

Major Title Vii Protected Classes

Consitutional Claims

The Equal Pay Act of 196

Age Discrimination in Employment Act of 1967

Affirmative Action

The Americans With Disabilities Act of 1990

Retaliation

Filters

Affirmative action as a practice is used to address _, while affirmative action as a remedy is used to address __.